Congratulations! You’ve been promoted into a leadership role, and you are taking another leap forward on your career path.
You are excited and…just a tad bit nervous because you will now be the leader of a team of your peers. You know that at least one other team member was hoping to get the promotion. And there has been some ongoing team conflict that will now be yours to deal with.
What’s a new leader to do?
Start by taking a breath. Don’t feel that you need to dive in immediately to make changes or solve problems. Give yourself a little time to settle into the role and get clear about how you want to lead. Do an assessment. Have an initial team meeting to establish yourself as the leader and to listen to team members’ ideas and concerns.
Conduct one-on-one meetings. Meet with each team member to assess where everyone is, how they view their role and contributions, and what they need from a leader. Clear the air with the individual who was hoping for the promotion by enlisting their support going forward.
Build trust. Communicate frequently and clearly. Do what you say you’re going to do. Follow up. Listen. Provide needed resources and support.
Establish boundaries. Let your buddies on the team know that you’ll no longer be able to lunch with them. Avoid the appearance (and expectation) of favoritism. Treat everyone the same.
Involve the entire team in designing the way forward. Establish ground rules around communication, meetings, dealing with conflict, etc. Co-create team goals. Determine how they will hold each other accountable.
Get leadership training. Forty percent of new leaders fail in their first 18 months, primarily due to the assumption that what made them successful before will make them successful in the new job. Leadership development matters!
Become the leader only you can be with Keep it Real™ Leadership – a self-paced, blended learning approach to leadership development that is immediately applicable.
Till next time,
Karen
